As the end of the year approaches, managers often grapple with the tension between meeting ambitious goals and acknowledging the exhaustion of their teams. The question is straightforward: Should you give your employees a break during the holidays? The answer, while nuanced, leans toward a resounding yes—but let’s unpack why and how this decision could impact your team’s morale, productivity, and your credibility as a leader.
1. The Psychological Impact of Rest
Let’s start with a principle supported by behavioral psychology: people aren’t machines. Burnout is real, and its effects are costly—not just for employees but for businesses as a whole. Research shows that rest enhances creativity, improves decision-making, and boosts overall productivity. By giving your employees a break, you’re not just being generous; you’re strategically investing in their ability to perform better in the long run.
Giving employees a break during the holidays can signal to them that their well-being matters. This can build trust and loyalty, which are crucial to fostering a positive workplace culture. Employees who feel valued are more likely to go the extra mile when it matters.
2. The Value of Leading by Example
As a manager, your actions set the tone for your team. If you’re relentlessly pushing through the holidays without pause, you might unintentionally encourage a culture where overwork is normalized. This not only risks burning out your team but also undermines your ability to lead with empathy.
Granting time off—whether through flexible schedules, closing the office, or encouraging employees to unplug—shows you prioritize sustainable work habits. Moreover, taking a break yourself reinforces the idea that rest is not a sign of weakness but a necessary component of high performance.
3. The Power of Reciprocity
Giving your employees a break isn’t just a one-way street; it creates a sense of reciprocity. People are more inclined to work harder and show loyalty to leaders who demonstrate care and understanding. Offering a holiday break can foster goodwill, making it easier to rally the team when crunch time inevitably comes.
4. Practical Challenges and Solutions
Of course, not all industries or roles can afford to shut down completely during the holidays. Retail, healthcare, and customer service, for example, often experience peak demand at this time. In such cases, consider creative solutions:
- Rotating Schedules: Allow team members to take turns having time off.
- Half-Day Options: If full days off aren’t feasible, consider shortened workdays.
- Increased Autonomy: Allow employees to work from home or set their own hours.
- Bonuses or Perks: For employees who must work, recognize their contribution with financial incentives, gift cards, or a heartfelt acknowledgment.
5. Holiday Breaks as a Strategic Reset
Year-end breaks can serve as a natural reset point for your team. By encouraging rest and reflection, you set the stage for a strong start in the new year. This also gives employees time to recharge, reflect on their goals, and return with renewed focus.
Final Thought: Breaks Are Not Just About Time—They’re About Trust
Ultimately, the decision to give employees a break during the holidays isn’t just a logistical one—it’s a cultural one. It reflects your values as a leader and shapes the relationship you have with your team. A well-rested team is a more engaged, motivated, and resilient team. And as a manager, isn’t that what you’re striving for?
By leaning into empathy and prioritizing balance, you can finish the year not only with the tasks checked off your to-do list but also with a team that’s ready to tackle the challenges of the next year with energy and enthusiasm.
